2.1 Functions & evolution of human resource management

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Labor turnover

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76 Terms

1

Labor turnover

________ measures the rate at which employees are leaving an organization.

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2

Entrepreneurial culture

________ that encourages risk- taking and does not penalize failure but rewards success well.

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3

Portfolio

________ working: working pattern of following several simultaneous employments at any one time.

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4

Soft HRM

________: approach to managing staff that focuses on developing staff so that they reach self- fulfillment and are motivated to work hard and stay with the business.

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5

Contract of employment

________: legal document that sets out the terms and conditions governing a workers job.

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6

Hard HRM

________: approach to managing staff that focuses on cutting costs, e.g.

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7

Redundancy

________: when a job is no longer required so the employee doing this job becomes redundant through no fault of his /her own.

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8

Human resource

________ or workforce plan: numbers of workers and skills of those workers required over a future time period.

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9

employment contract

Part- time ________: ________ that is for less than the normal full working week of, say, 40 hours, e.g.

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10

Recruitment

________: process of identifying the need for a new employee, defining the job to be filled and the type of person needed to fill it, attracting suitable candidates for the job and selecting the best one.

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11

Behavioral skills training

________ is designed to improve an individual's ability to communicate and interact with others both inside and external to the organization.

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12

Temporary employment contract

________: employment contract that lasts for a fixed time period, e.g.

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13

Workforce audit

________: check on the skills and qualifications of all existing employees.

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14

Cognitive training

________: exercises designed to improve a persons ability to understand and learn information.

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15

Dismissal

________: being removed or "sacked "from a job due to incompetence or breach of discipline.

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16

Re shoring

________ (in- shoring): reversal of offshoring; the transfer of a business process or operation back to its country of origin.

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17

Unfair dismissal

________: ending a workers employment contract for a reason that the law regards as being unfair.

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18

Employee appraisal

________: process of assessing the effectiveness of an employee judged against preset objectives.

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19

Human resource

________ or workforce planning: analyzing and forecasting the numbers of workers and the skills of those workers that will be required by the organization to achieve its objectives.

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20

Human resource management (HRM)

strategic approach to the effective management of an organizations workers so that they help the business achieve its objectives and gain a competitive advantage

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21

Human resource or workforce planning

analyzing and forecasting the numbers of workers and the skills of those workers that will be required by the organization to achieve its objectives

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22

Human resource or workforce plan

numbers of workers and skills of those workers required over a future time period

New cards
23

Workforce audit

check on the skills and qualifications of all existing employees

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24

Occupational mobility of labour

extent to which workers are willing and able to move to different jobs requiring different skills

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25

Geographical mobility of labour

extent to which workers are willing and able to move geographical region to take up new jobs

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26

Recruitment

process of identifying the need for a new employee, defining the job to be filled and the type of person needed to fill it, attracting suitable candidates for the job and selecting the best one

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27

Training

work-related education to increase workforce skills and efficiency

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28

On-the-job training

instruction at the place of work on how a job should be carried out

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29

Induction training

introductory training program to familiarize new recruits with the systems used in the business and the layout of the business site; this form of training is usually on-the-job

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30

Off-the-job training

all training undertaken away from the business, e.g

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31

Cognitive training

exercises designed to improve a persons ability to understand and learn information

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32

Employee appraisal

process of assessing the effectiveness of an employee judged against preset objectives

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33

Contract of employment

legal document that sets out the terms and conditions governing a workers job

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34

Dismissal

being removed or "sacked" from a job due to incompetence or breach of discipline

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35

Unfair dismissal

ending a workers employment contract for a reason that the law regards as being unfair

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36

Redundancy

when a job is no longer required so the employee doing this job becomes redundant through no fault of his/her own

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37

Teleworking

staff working from home but keeping contact with the office by means of modern IT communications

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38

Portfolio working

working pattern of following several simultaneous employments at any one time

New cards
39

Outsourcing

using another business (a "third party") to undertake a part of the production process rather than doing it within the business using the firm's own employees

New cards
40

Flexi-time contract

employment contract that allows staff to be called in at times most convenient to employers and employees, e.g

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41

Temporary employment contract

employment contract that lasts for a fixed time period, e.g

New cards
42

Part-time employment contract

employment contract that is for less than the normal full working week of, say, 40 hours, e.g

New cards
43

Offshoring

relocation of a business process done in one country to the same or another company in another country

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44

Re-shoring (in-shoring)

reversal of offshoring; the transfer of a business process or operation back to its country of origin

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45

Hard HRM

approach to managing staff that focuses on cutting costs, e.g

New cards
46

Soft HRM

approach to managing staff that focuses on developing staff so that they reach self-fulfillment and are motivated to work hard and stay with the business

New cards
47

Human resource management (HRM)

Strategic approach to the effective management of an organization's workers so that they help the business achieve its objectives and gain a competitive advantage

New cards
48

Human resource or workforce planning

Analyzing and forecasting the numbers of workers and the skills of those workers that will be required by the organization to achieve its objectives

New cards
49

Workforce audit

Check on the skills and qualifications of all existing employees

New cards
50

Forecasting the number of employees required and the skills required

Human resource planning involves two main stages

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51

Labor turnover

Labor turnover measures the rate at which employees are leaving an organization

New cards
52

Occupational mobility of labour

Extent to which workers are willing and able to move to different jobs requiring different skills

New cards
53

Geographical mobility of labor

Extent to which workers are willing and able to move geographical region to take up new jobs

New cards
54

Recruitment

Process of identifying the need for a new employee, defining the job to be filled and the type of person needed to fill it, attracting suitable candidates for the job and selecting the best one

New cards
55

Training

Work-related education to increase workforce skills and efficiency

New cards
56

On-the-job training

Instruction at the place of work on how a job should be carried out

New cards
57

Induction training

Introductory training program to familiarize new recruits with the systems used in the business and the layout of the business site; this form of training is usually on-the-job

New cards
58

Off-the-job training

All training undertaken away from the business, e.g. work-related college courses

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59

Cognitive training

Exercises designed to improve a person's ability to understand and learn information

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60

Behavioral skills training

Behavioral skills training is designed to improve an individual's ability to communicate and interact with others both inside and external to the organization

New cards
61

Employee appraisal

Process of assessing the effectiveness of an employee judged against preset objectives

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62

Formative, summative, 360-degree feedback and self-appraisal

4 types of appraisal

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63

Contract of employment

Legal document that sets out the terms and conditions a governing a worker's job

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64

Dismissal

Being removed or "sacked" from a job due to incompetence or breach of discipline

New cards
65

Unfair dismissal

Ending a worker's a employment contract for a reason that the law regards as being unfair

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66

Redundancy

When a job is no longer required so the employee doing this job becomes redundant through no fault of his/her own

New cards
67

Teleworking

Staff working from home but keeping contact with the office by means of modern IT communications

New cards
68

Portfolio working

Working pattern of following several simultaneous employments at any one time

New cards
69

Outsourcing

Using another business (a "third party") to undertake a part of the production process rather than doing it within the business using the firm's own employees

New cards
70

Flexi-time contract

Employment contract that allows staff to be called in at times most convenient to employers and employees, e.g. at busy times of day

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71

Temporary employment contract

Employment contract that lasts for a fixed time period, e.g. six months

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72

Part-time employment contract

Employment contract that is for less than the normal full working week of, say, 40 hours, e.g. eight hours per week

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73

Offshoring

Relocation of a business process done in one country to the same or another company in another country

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74

Re-shoring (in-shoring)

Reversal of offshoring; the transfer of a business process or operation back to its country of origin

New cards
75

Hard HRM

Approach to managing staff that focuses on cutting costs, e.g. using temporary and part-time employment contracts, offering maximum flexibility but with minimum training costs

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76

Soft HRM

Approach to managing staff that focuses on developing staff so that they reach self-fulfillment and are motivated to work hard and stay with the business

New cards

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